Appical, the company that is providing immersive and people driven solutions for new hires and Kaiser Associates, the pioneer in global onboarding strategy development, announced their partnership today.

“Talent is still confronted with lots of disappointments when they start in their new role because companies still approach onboarding from a procedural perspective”, said Gerrit Brouwer, CEO of Appical. “Our partnership with Kaiser Associates helps us in our joint mission to put onboarding on top of the executive agenda within the Enterprise and to create awareness on why it is so important to approach onboarding as a key part of the talent retention strategy. Kaiser Associates is in our opinion the true subject matter expert in the field of onboarding, providing high-end strategy consulting to their global oriented customer base.”

At an increasingly rapid pace we are seeing global organizations seeking…

We are pleased to announce the debut of Kaiser’s Onboarding Maturity Framework and Program Assessment Tool, built upon the principles and concepts of the Onboarding Margin™. This exciting new tool helps organizations measure the ‘maturity’ of their new hire onboarding programs. Furthermore, the tool provides HR, Talent Management and Onboarding Program Designers/Practitioners/Executives the opportunity to evaluate their onboarding programs across a variety of dimensions, enabling them to pinpoint particular areas of strength and opportunity.

Using our Onboarding Maturity Framework & Program Assessment Tool will help you in the following ways:

Perform preliminary diagnosis on the maturity of your organization’s current-state onboarding program and processes

What happens when you don’t train new-hire mentors and other stakeholders involved in the onboarding experience :

Many of our client conversations start by clients asking us for best practice activities to dowith new hires in the first weeks or months of employment. These are fair questions, but they also imply that the organization may be taking a very narrow approach to onboarding (e.g., focusing all available time and resources on only the new hires themselves).

We know that to be effective, you need to take a more systemic approach to onboarding – one that takes into account training and programming for all of the stakeholders and “actors” involved in the onboarding experience. Examples of these other stakeholders and actors involved in the experience include mentors, functional and business unit leaders, hiring managers, benefit administrators, IT, etc.

Our work (as covered in our book Successful Onboarding) promotes the idea of attending to Maslow’s Hierarchy of Needs in the design of your Onboarding Program in order to impact primary objective productivity gains (see Figure 1.1 below).

In a new book titled Flourish, Dr. Martin Seligman (University of Pennsylvania, Department of Psychology) outlines a set of thoughts associated with the Positive psychology movement and speaks to a model of well-being termed PERMA: positive emotion, engagement (the feeling of being lost in a task), relationships, meaning, and accomplishment.

To us, this sounds like a model that can serve as an effective frame for new hire onboarding. Check out this recent article in the New York Times (http://nyti.ms/ljUVxe) describing Seligman’s latest work and let us know what you think.

Figure 1.1 Potential of Recruiting and Onboarding to Satisfy Maslow’s Hierarchy of Needs

Onboarding is, and will continue to be, a critical business imperative this year as the economy continues to recover. In April 2011 alone, the Private Sector added 268,000 jobs, according to the US Bureau of Labor Statistics. In this current economic climate, getting a higher rate of return from new hire investments and determining more effective means to engage, deploy, develop and retain critical human capital investments remains a priority for HR professionals.

Please join us for another interactive one hour session to learn how to establish and sustain an effective new hire onboarding program by which your organization can:

1. Drive increased performance from your new hires2. Establish yourself as an “Employer of Choice”3. Reduce attrition levels, and improve attrition mix (i.e., keep more of the ones that you deserve to keep)4. Reduce time to productivity, and increase level of productivity for all of your new hire investments

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“A comprehensive and highly practical guide to the critical -- but underappreciated -- practice of onboarding new employees. The authors make a convincing business case for strategic onboarding and then outline a step-by-step process for a positive and enduring outcome.”